Positive Conflict

Positive Conflict
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by
David L. Hanson, Ph.D.

Positive Conflict
Maximize the value of conflict
while reducing its harmful effects

What is conflict?

Common Responsesto the word “conflict”
Disagreement
Fighting
Hurt feelings
Arguing
Yelling
Hateful
Scary
Chaos
Defensive
Retaliation
Messy
Battle
Pettiness
. . . many more . . .

Did you notice?
Not many “positive” responses, if any.

Research finding:
Poorly managed employee conflict is responsible for about 65% of work performance problems.
( www.mediationworks.com )

Question?
How many leaders understand their own “conflict management style” and would consider themselves a . . .
“Conflict Competent Leader”?

Let’s try to be a funny . . .
Teamwork:
“Lots and lots of people doing exactly as I say!”

Research finding:
Empirical research shows a negative association between relationship conflict, productivity, and satisfaction in teams.
(Evan, 1965; Gladstein, 1984; Wall and Nolan, 1986).

Common solution:
Don’t alienate
unless
you can annihilate!

Perhaps there’s a better way

Perceived Choice
either fight
or
give in

Perceived Choice
either fight
(disrespectful to the “other”)
or
give in
(disrespectful to “self”)

Actual Choice
Neither fight
or
give in

Actual Choice
Neither fight
Nor
give in

THE POWER OF CHOICE

Do you believe . . .
Humans are social creatures
“Unity” of the personality
Humans are empowered to choose
Not “nature vs. nurture” but the “creative human response”
If so, declare yourself to be an “Adlerian”
( www.alfredadler.org )

Paths of Response to Conflict

Conflict Response Categories
Destructive

Destructive
Active
Passive

Do I have another choice?

Constructive
Destructive
Active
Passive

Example of a “Response Category” Definition
“Perspective Taking”

PERSPECTIVE TAKING
Putting yourself in the other person’s position and making a sincere effort to understand the other person’s point of view. This has the effect of increasing your knowledge base. There’s a good chance the other person will “feel understood.” This stance also opens you up to identification of the weakness of your own position.
Perspective taking requires your full and undivided attention using attentive listen techniques such as paraphrasing, reflection and exploration.

Every “Response Category” has its own definition that is supported by research.

What a great model!-----------------------Wouldn’t it be great if there were an assessment tool that measured these behaviors?

Welcome to the
Conflict Dynamics Profile (CDP)
[ www.conflictdynamics.org/cdp ]

Five Themes
Behavioral orientation
People can decide to change
Conflict is unfolding process
Early constructive responses
Group training works best
www.conflictdynamics.org

“Hot Buttons”

He’s got my number!

CDP “HOT BUTTONS”People or situations which may irritate you enough to provoke conflict by producing destructive responses.
“Hot” and “Hotter”
Strong negative emotions
Impulsive responding
Feels “wired”
Feels as if “provoked”
www.conflictdynamics.org

“HOT BUTTONS”
Unreliable
Overly Analytical
Unappreciative
Aloof
Micro-managing
Self-Centered
Abrasive
Untrustworthy
Hostile

CDP Addresses Workplace Conflict
Isolates behaviors that inflame and resolve conflict
Provides resources for behavior change
Creates a “cultural shift” in norms of conduct

CDP Assessment Profile
How one is provoked
How one responds
How one is viewed by self and others
Which behaviors are the most career damaging ones

Sample of “Hot Button” Graphic

40
Sample CDP Graphic Scores

Positive Conflict
Strategy for dealing with conflict
Improve individual and team performance
Reduce time dealing with prolonged conflict
Create “Conflict Competent Leaders”
Build a “win-win” conflict culture

A Reasonable Goal
Because conflict is inevitable, successful conflict management reduces harmful effects and maximizes its useful ones.

Thank You !
www.linkedin.com/in/DavidLHansonPhD

Positive Conflict

by David Hanson on Apr 20, 2010

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